Category: Leadership

  • 10, 20, 30, 40, 50 or More!

    10, 20, 30, 40, 50 or More!

    The advent of 5 G so soon after 4 G—Humm.  What’s next?  How many G’s are there?

    In 1965, Gordon Moore put forth the construct that the density of transistors in integrated circuits doubled each year.  The so-called Moore’s Law has governed technology growth ever since.  However; over 50 years later, some argue that we may be far up that power curve.  One conjectures if the latter statement is correct.

    In 1899, Charles H. Duell then the Commissioner of US patent is purported to have said, “Everything that can be invented has been invented.”  Mr. Duell died in 1920 so he missed many of the ‘new’ things we now take for granted.

    Marketers tend to categorize in buckets; Boomers, Gen Xers, Millennials and so forth.  Do any of these labels matter?  Probably not.  The same is true for technology tags as well.

    Life, technology, knowledge et al marches on, just like it has throughout human history.  Will we see the advent of 50 G networks?  Most likely; with 100 G hot on its heels!

    Less we forget, the current version of the cell phone (iPhone and its equivalents) was first released in 2007.  Much has changed in the last 13 years and we can expect that arc to continue with disruptive new mobile technology crashing in at some point.

    Agility

    Most think of an ‘agile enterprise’ as information technology driven.  In this writer’s opinion, this is a narrow perspective.  The word ‘agility’ is defined in terms of power and thinking.  In other words, the ability to make good decisions with the capacity to implement them.

    In this hyper-technology environment, it is not the adoption of a particular rendition, but the capability to incorporate the appropriate new in an economic manner.  This is true whether the organization is an ‘early adopter’ or even a ‘laggard.’

    For decades, organizational strategy has been enabled by technology.  There is no reason to change that model with many G’s to follow!

    How Does Your Organization Ingest New Technologies?

     

    Enjoy this flash back to the 1960’s.

    For More Information

    Please note, RRI does not endorse or advocate the links to other third-party materials.  They are provided for education and entertainment only.

    For more information on Cross Cultural Engagement, check out our Cross Cultural Serious Game

    You can contact the author as well.

    End Notes

      https://en.wikipedia.org/wiki/4G

      https://en.wikipedia.org/wiki/Moore%27s_law

      https://www.dictionary.com/browse/agility

      https://en.wikipedia.org/wiki/Technology_adoption_life_cycle

  • Reflection: Are We Near a Digital Tipping Point?

    Reflection: Are We Near a Digital Tipping Point?

    Generally, this time of year humans are wont to look back on the closing year and assess the good and the bad, and dare I say the ugly?  We celebrate successes, review the not so successes, and what is left undone.  This process prepares us for the New Year’s resolutions that are often then broken.

    Today, we will see lots of stories on the accomplishments of the year, notables that passed from this life and other celebrations and questions about the waning hours.  In this piece, let us ask another question.

    The subject of the Man—Machine relationship has long been the subject of comment and speculation.  It remains so.  Where are we along this path?

    But as the march on a continuum towards the future, it is time to assess the level of Maturity of our Operational Excellence as a function of IT-OT.

    Challenges remain.  Recently, the Boeing’s Starliner space vehicle failed to reach its planned orbit.  The glitch is apparently in the capsule’s clock where a programming error misinterpreted the stage of the mission.

    News media reporting suggests that if astronauts had been on board, they may have been able to override the system and correct the problem.  This is an area we have addressed herein on several occasions.  When does the human act?  Recent articles include:

    The decision model whether to override the computer remains elusive.  Likely, it will for some time.

    In this writer’s opinion, it is currently difficult to develop an appropriate governance model for this emerging man-machine interface.  That said, the task is upon society and individuals and organizations must proactively engage.

    Not Just Digitalization

    There is much ado about the promise of digitalization and speculation about its ability to be a game changer.  One wonders how any technology available to all warrants such status?

    Since the advent of the Turing machine, circa 1936 and its enablement of the winning of Word War II (at least in Europe), there has been a level of trust in information technology that is not always warranted.  Today, how many of us will sit with our children in the backseat of a driverless automobile?

    Human factors must be considered when new technology models are put forth.  After all, humans still govern, right?

    Maturity Assessment

    Building on the CMMI and our own maturity model development methodology we put forth a set of constructs.  Beginning in 2004, when we released our Roadmap study.  It was one of the earliest, if not the first industry wide assessment of the so-called digital oilfield and guide for organizations to transform themselves with this enabling technological model.

    As part of that study we posited a maturity model that still has applicability for heavy industry and its use of information technologies to manage the business.  An updated version is shown in the following figure.

    For many organizations, Level 3 is satisfactory and accomplished the required.  One can argue that an airline autopilot would be at least Level 4.

    The current issues Boeing has with is space capsule and 737 suggests that may not be the case.  By the way, this is not limited to this manufacturer, others have similar issues as well.

    In the opinion of this writer, as a society we are at best Level 2 when it comes to digitalization.  What do readers think?

    Paraphrasing a famous election cycle quote, “It’s the software, stupid.”  Are we near a digital tipping point?  Perhaps not.

    Much work is yet to be done.  Fear not for the robots taking your job—at least for the moment.

    What is Your Digitalization Management Maturity Level?

    For More Information

    Please note, RRI does not endorse or advocate the links to other third-party materials.  They are provided for education and entertainment only.

    For more information on Cross Cultural Engagement, check out our Cross Cultural Serious Game

    You can contact the author as well.

    End Notes

      https://www.space.com/boeing-starliner-oft-fails-to-reach-correct-orbit.html

      https://en.wikipedia.org/wiki/Turing_machine

      https://therrinstitute.com/maturity-models/

      (2004, September). Roadmap to Enterprise Optimization: A Guide to the Impact of Information Driven Field Operations on the Petroleum Corporation.

      https://www.popularmechanics.com/flight/airlines/a26854898/plane-automation-crashes-incidents/

  • Safety Santa: Another Case of Operational Excellence Success

    Safety Santa: Another Case of Operational Excellence Success

    A year ago, it was the pleasure of this blogger to report that Santa Clause completed yet another successful global fulfillment process AND importantly, the process was in compliance with the US Federal Aviation Authority’s (FAA) regulations.  A great deal of progress since the advent of one red light on the nose of the lead reindeer!

    This year we are once again pleased to report that not only have the flying sled and its power plants remained in compliance with the FAA but has now taken additional steps forward.  Incorporating new technologies and processes, safety has been enhanced in the following manner:

    • Addressing Slips, Trips and Fails with new safety/skip proof landing gear
    • A new Confined Space program along with appropriate personal safety gear
    • An alarm Klaxon and Better Lighting
    • Enhance Safety Restraints such as airbags and an overhead guard
    • Extensive Head, Vision, and Hearing Protection systems
    • Better Work Place Violence technology enabled processes
    • A new Cargo Restraint system

    It looks like the arctic region of the Occupational Safety and Health Administration (OSHA) outreach program is having great success.  Interested readers are invited to review the above safety Infographic for further details and perhaps new insights.

    Simplified Business Model

    There are a lot of lessons herein for those who don’t live at a mythical north pole.  First, it seems that much if not all the safety improvements made are inexpensive and easily implemented.

    Next, change management and new policies appear to be welcomed by those affected.  Answering the, “What’s In It For Me” question when adopting new technologies.

    Management is also ‘walking the walk’ with employees by driving the sled and taking the same risks as the rest of the team fulfilling customer requirements, i.e., snow covered rooftops and chimneys.  One can argue that this entire team is the Customer Facing part of the system.  Finally, customers have high expectations that must be met, and late delivery is not an option—this project has a fixed deadline!

    Stakeholder Value

    With billions of children waiting and using a complex and global logistics system, this team does not disappoint.  Earlier competitors have long dropped off the map.

    So why with a clear monopoly does this organization still seek greater Operational Excellence with its transformational Safety Culture?

    Simple—safe and excellent operational performance is good business!  Less unplanned downtime increases the bottom line.  Few incidents increase morale and the bottom line.

    Fewer legal issues, regulatory matters, and so forth and so on positively impact the bottom line.  With such significant ROI, what’s a stakeholder not to like?

    Is Your Operational Safety on Par with Ole Saint Nick?

    For More Information

    Please note, RRI does not endorse or advocate the links to other third-party materials.  They are provided for education and entertainment only.

    For more information on Cross Cultural Engagement, check out our Cross Cultural Serious Game

    You can contact the author as well.

  • Lessons in Servant Leadership: What Did You Say?

    Lessons in Servant Leadership: What Did You Say?

    Watch almost any media talk show and the interviewer will often interrupt the guest trying to answer the question just posed.  This is such a common phenomenon that it is accepted behavior perhaps driven by ratings that come from on-air confrontation.  It is part of the culture!

    Why ask the question if you’re only going to impose your view in the middle of an answer?  Perhaps guests are just convenient foils.

    When briefing senior management, colloquial wisdom is to get to the point quickly and succinctly.  Words to live by and often put forth by this pundit.  Yet it is amazing how many of us violate the axiom by continuing to talk.

    Truly listening with all senses is a rare skill.  How often have we been in a situation such as a sales call when the customer is interrupted by members of the sales team?

    It is more difficult to close a deal when the preconceived notions of the seller override the buyer’s response.  Often in such a situation the client’s body language will give a clue as to her irritation when ‘talked over.’

    The Power of Listening

    So, you have made your pitch and are now sitting quietly waiting for the client to respond.  However, the so called ‘pregnant pause’ ensues.

    The overwhelming desire is to ‘jump in’ and say something to break the silence.  But how does that close a deal when an offer has just been made?

    Such behavior usually results in either prolonged negotiation or no deal.  The human inclination to talk can be irresistible.  A better behavior is to shut up and listen!

    Some research shows that good listening is beneficial to both employees and their organizations.  However, barriers to better listening include:

    • Loss of Power—The appearance of weakness or not in control of the situation
    • Takes Time and Effort—Daily time pressures may negatively impact on the work product
    • Fear of Change—The speaker must refrain from making ‘foregone conclusions’ until a response is articulated

    In addition to certain listening skills, a good listener must have the ‘intention’ to become one and resist the urge to interrupt.  This can become the framework for real dialogue and exchange of ideas and information.

    Getting to Yes

    In a TEDx Talk, the coauthor of the negotiation book, Getting to Yes discusses the value of listening in any human interaction.  The investment of less than 16 minutes of your time will be enlightening.  One suspects the almost 900,00 viewers would agree.

    Our inherent nature to ‘rattle on’ distracts us from our goals.  We recently discussed the value of understanding the difference between Wants, Likes and Needs.

    Truly listening and understanding your counterpart’s feelings (or deeply personal Needs) will unlock the key to getting a deal done—Yes!  This is a major component of  servant leadership.

    R B C

    Human (B)ehaviors in certain situations or (C)onditions establish (R)elationships between two or more parties.  We have been extending this construct for almost 25 years and it has broad applicability.  What kind of Relationship is established if one or more individuals do not listen to others?

    How Well Do You Listen to Your Colleagues and Family Members and Do They Listen to You?

    For More Information

    Please note, RRI does not endorse or advocate the links to other third party materials.  They are provided for education and entertainment only.

    For more information on Cross Cultural Engagement, check out our Cross Cultural Serious Game

    You can contact the author as well.

    End Notes

      https://en.wiktionary.org/wiki/pregnant_pause

      https://hbr.org/2018/05/the-power-of-listening-in-helping-people-change

      https://therrinstitute.com/want-like-need/

  • Running Across an Open Field: Strategy for Disruptive Technology?

    Running Across an Open Field: Strategy for Disruptive Technology?

    Several weeks ago, as an amateur history buff, I was watching a documentary about World War I.  During one segment the commentator discussed the apparent fact that if soldiers refused to charge out of their trenches across an open field into the teeth of waiting machine guns they would be shot.

    The brutality of such a command by (so-called) leadership is appalling.  It may have been one thing for Alexander the Great’s armies to engage in open battles with sharp pointed objects as weapons.

    It is quite another for General Pickett’s infantry at Gettysburg to charge cannons and 50+ years later to repeatedly try the same tactic (by both sides) at horrific costs.  Generals always fight the last war, so the saying goes.

    This blog is not about some of history’s follies, it is about learning so as not to repeat the mistakes of others.  These lessons apply to readers’ daily business world as well.

    When New Technology is Deployed

    New disruptive technology can tear the societal fabric.  Some old jobs and companies disappear, and new ones thrive.  This process has been repeated since antiquity.

    Our culture is having this dialogue today regarding digitalization and its suite of technological driven change, i.e., Blockchain, AI, etc.  Principal issues that must be addressed include Human Factors Engineering (HFE).

    “HFE places the human operator at the center of the complex operating environment.  HFE recognizes that this individual or set of individuals is the puppet master and is responsible for the entire show.”  In other words how do we interact with the new technological reality.

    Reliable and valid HFE is the key to successful digitalization initiatives.  It will be the vital to whatever is next as well.

    Tyranny of the Minority

    From political science, “For centuries, theorists have worried about the potential of unrestrained democracy to lead to a tyranny of the majority, in which majority groups ride roughshod over the rights of minorities.  What we often see today is instead a kind of tyranny of the minority: a system in which a particularly extreme and motivated fraction of the populace can wield outsized power in the face of a majority which is either too indifferent or too scared to oppose it,” (italics added).

    In most organizations, there are fewer leaders than those who fabricate a ‘work product.’  The responsibility of leadership is to set the vision, mission and goal as well as enabling the organization with the tools and support necessary to reach targeted stakeholder value.

    But what if this minority group is the slowest to come to grips with disruptive forces?  In the face of newness, they may ‘keep doing what they have always been doing.”  In such an environment, the organization will likely not reap the same reward as in the past.

    Does too indifferent or too scared describe your organization’s ecosystem workforce?  One suspects It would be good to know.

    Fast Fail

    In our last blog we discussed the rapid assessment of technology and when to drop it if it does not appear to be working out.  Perhaps, we should treat managerial processes the same way.  After a horrific and visible failure in leadership, conceivably one preserves best by looking for alternative?

    If charging head long across an open field leads to disaster, why keep doing it?  While a counter argument might be that we had no tools to defeat those equipped with the new technology, to this writer, that logic is suspect.

    Flanking an enemy’s line or using guerrilla tactics, et. al. are as old as human confrontation.  Unconventional warfare has a long record of documented success.

    The business lexicon is loaded with military terminology.  We often speak of business as if it is warfare, when of course it is not.  There are lessons to be learned about human and organizational behavior, however.

    Decades ago, the concept of Guerrilla Marketing was the rage.  With the advent of social media, it has advanced, and the methodology is available to all.  Huge budgets and massive media campaigns are no longer necessary.

    Head-to-Head the biggest ‘guy’ usually wins.  So, if you’re not him/her, DON’T DO IT!!  However, the small mammals may displace slow moving dinosaurs.

    Agile is not an IT term.  It should be the state of mind of leaders at all levels.  To charge across the open business landscape into technology designed to destroy your organization remains folly.

    How Are You Leading the Charge into the Future?

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    Please note, RRI does not endorse or advocate the links to other materials.  They are provided for education and entertainment only.

    See this 3:15 minute clip for more information on living in a World War I trench.  Pathetic way for leaders to force those under their command to live.

    For more information on Cross Cultural Engagement, check out our Cross Cultural Serious Game

    You can contact the author as well.

    End Notes

      https://consult2050.com/job-disruption-due-to-digitalization/

      https://therrinstitute.com/wp-content/uploads/2018/10/HRM-in-Process-Industries-Sustained-by-Human-Factors.pdf

      Ibid.

      https://areomagazine.com/2019/04/02/the-tyranny-of-the-minority-and-how-to-prevent-it/

      https://therrinstitute.com/lessons-from-the-seventies/

      https://en.wikipedia.org/wiki/Guerrilla_marketing

  • Lessons from the Seventies

    Lessons from the Seventies

    At lunch the other day and for whatever reason, the history of the 3M Post It Note became a subject of our conversation.  This technological marvel unveiled in the 1970s is still widely used today.

    As with other new or disruptive technologies, the ‘sticky note’ was panned at first and for some time.  According to Wikipedia, the technology was first developed in 1968.  It was not until 1974 that it gained some internal company support.

    When finally introduced in 1977, the pilot results were unsatisfactory.  However, things started to change in 1978 when a small (focus) group of consumers were positive about the product.

    The United States roll-out began in the spring of 1980, followed by Europe and Canada in 1981.  A bit of trivia, the reason it was originally yellow was because yellow colored scrap paper was readily available at its inception.

    Earlier the day of our lunch meeting, a discussion revolved around how long it might take an idea to become a fundable start-up company.  Several participants argued that with proper guidance, the process still might take up to two years.  This pundit argued that many entrepreneurs would see that as too long and become disinterested.

    The legacy of the Post It Note suggests that this pundit might be incorrect.  The lowly sticky note did not even begin its journey to become a Unicorn until twelve years after its technology was discovered.

    In 2015, we penned a blog, Titans of the 1940s Today.  The basic premise of that piece was when commenting about the Internet of Things (IoT) and its complexity, individuals such as Richard Feynman and John von Neumann (father of the 1945 computer architecture that is the basis of modern computing) had developed solutions for today prior to this author’s birth.

    We stand on the shoulders of these and other giants.  The challenge of every generation has been to build on what those who came before advanced.  So it remains today!

    Body of Knowledge

    Human kind has developed a rich body of knowledge in all areas of endeavor.  It is readily available for entrepreneurs as well as those employed by all types of organizations.  This knowledge base has been addressed in this blog and other writings by the author.  Interested readers are invited to review my blogs and newsletters dating back to the last century.

    Our march through history provides all of us a ‘go-by’ that can shorten our learning curve.  One example this author often cites is the depth of historical knowledge of management.  Contrary to many gurus, humans have managed others and processes for many millennia.

    Fail Fast, Fail Often?

    If 3M or Feynman et al practiced this technology development model as most interpret it, our world might be a lesser place.  Give up and move on to the next?

    One interpretation suggests, “Originating from Silicon Valley and its ocean of start-ups, the real aim of “fail fast, fail often,” is not to fail, but to be iterative.  To succeed, we must be open to failure—sure—but the intention is to ensure we are learning from our mistakes as we tweak, reset, and then redo if necessary.”

    This same article goes on to state, “Thomas Edison, by example, ‘failed’ 9,000 times before he was successful with his light bulb invention.”  Perseverance can be a lonely quality!

    Don’t lose heart.  Great ideas abound but must gestate.  It is often said that we find our soulmate when we least expect to—I know I did.  Progress is an iterative process fueled by creativity and critical thinking.

    Is Your Idea a Unicorn Waiting to be Born and Mature?

    For More Information

    Please note, RRI does not endorse or advocate the links to other materials.  They are provided for education and entertainment only.

    You can contact the author more information as well.

    End Notes

      https://en.wikipedia.org/wiki/Post-it_Note

      https://therrinstitute.com/wp-content/uploads/2018/10/Titans-of-the-1940s-Today-April-20-2015.pdf

      https://therrinstitute.com/wp-content/uploads/2019/10/1993-Management-Theory-Evolution-Not-Revolution.pdf

      https://www.forbes.com/sites/danpontefract/2018/09/15/the-foolishness-of-fail-fast-fail-often/#1db35b0e59d9

  • Want – Like – Need

    Want – Like – Need

    Years ago, as part of a never-ending series of company reorganizations, a team of our change management consultants headed to the ‘field’ to interview users.  Upon their return, they presented an extensive list of technology investments deemed necessary to remain competitive.

    Their list focused on technology and not business concerns.  Wondering, I asked who they interviewed.  Proudly, they proclaimed the “field engineers.”  When queried–did they talk with district managers, regional engineers and others with P&L or other managerial responsibilities, the answer was “no.”

    This very expensive process by a major professional services organization simply generated a wish list of junior employees.  It was what they thought they WANTED.

    In our current jargon, “cool stuff.”  Needless to say, none of these projects were funded.  Wasted time and money by those not familiar with our business!

    Today, we are driven to LIKE everything!  CRM systems demand input before we have even procured the product or service.  Log on to any given website and the request to complete a survey will hit you before you read the first line.  Five stars or thumbs-up emojis appears to be the goal.

    Do wants and likes add value?  Perhaps a like is a statement of preference, but perhaps the consumer wants the digital driven question to just go away without the hassle of someone begging for a higher ranking like.  Fibbing to surveys has become a national pastime.

    Business should be most concerned about what a prospect or returning customer NEED.  What pain point or problem does your product/service solve?  If you can’t answer that question, no amount of wants and likes will add to your bottom line.

    I may want a hamburger and go to a fast food restaurant with lots of likes.  However, if I am in a hurry and their preference is clearly to move cars via the drive-through faster than those of us waiting inside, my need to eat quickly will not be met.  I may leave without my meal or most likely not respond to a survey seeking likes.  Then never return!

    That lost customer will never surface in any analysis—not even one star.  Enough of those responses and the business will be in jeopardy and management my not even know why.  Collecting likes should never be a Key Performance Indicator (KPI).

    Finding the Pain

    In a recent Global Energy Mentors leadership meeting, an investment group recounted their business model as one that focused on identifying organizational ‘pain’ points.  Once a specific pain was articulated, the search for new technologies that would address/resolve that pain was undertaken.

    This model flies in the face of Steve Job’s, “A lot of times, people don’t know what they want until you show it to them.”  That may be and sometimes unknown needs are uncovered.

    However, in critical infrastructure sectors where failure is not be an option because it can be very expensive solving a known need is usually most important.  Without exception, this entrepreneur’s success has been focusing on addressing industrial client known pain points.  As an example, our EVPM modeling process demands input from customer groups.

    In this blog series, we have referred to successful change management that comes from addressing the—what’s in it for me question.  From a customer perspective; freeing ‘me’ from known pain is often more valuable than alleviating pain I did not know I had.

    Does Your Value Proposition Solve a Need, Address a Want, or Simply Generate a Like?

    For More Information

    Please note, RRI does not endorse or advocate the links to other materials.  They are provided for education and entertainment only.

    You can contact the author more information as well.

    End Notes

      http://globalenergymentors.org/

      https://www.helpscout.com/blog/why-steve-jobs-never-listened-to-his-customers/

      https://therrinstitute.com/brand-your-digital-oilfield-culture-internalize-its-transformation/

  • In Defense of Humans—Machines Are Not Ready Yet

    In Defense of Humans—Machines Are Not Ready Yet

    I recently submitted an internal organizational document that was spellchecked in addition to my review; several times.  One sentence where there the intent was to say, “that which is …” was change to “that witch is …”

    Did I type it wrong or did ‘auto correct’ take over the decision process?  In any event spellcheck did not perform adequately against minimal Quality Assurance standards.  And how many of us ‘fat finger’ text messages?

    Is this is the technology that is going to drive me to work safely over 200 days a year; round trip?  I hope not.

    One pervasive message—technology gets better with time (more mature).  Is this true?

    How old is spellcheck?  By some accounts it dates to the 1960s.  Most believe by the late 1970s.  So close to half a century.  Yet!

    Usually a spellchecker is not used in a life or death situation.  That is unless it’s for your resume or job application!  However, what about software that is utilized for critical processes, i.e., medicine, process control, etc.

    There are many examples where apparent software failures have negatively impacted human life.  This pundit has written this subject including a look at Man Machine Codependency.  In another blog we commented on problems associated with valid and reliable analysis of Big Data.

    In this author’s opinion, software is getting better and while most likely will not be perfect, will change our daily processes.  The human overlords will need to be trained and/or retrained for the digitalization era.

    This cautionary tale is not about this writer’s inability to use word processing tools.  As we depend on these tools for critical decision making, we must have the core knowledge of the subject we are tackling.

    During a class on digitalization for my master’s level students, I put forth several examples where errors were made by various software applications.  Most had a level of comedy to them, but ALL have potential real-world consequences (bold font).

    • All People in Canada are the Same AgeDemographics for Census or Marketing
    • In Excel 2007, multiplying 77.1 times 850 yielded 100,000 instead of the accurate answer 65,535—Accounting or Engineering
    • The Making of a Fly, a classic work in developmental biology, was listed on Amazon.com as having 17 copies for sale: 15 used from $35.54, and two new from $23,698,655.93 (plus $3.99 shipping)–Procurement
    • Finally, Airline Disaster on AutopilotSafety for the Traveling Public

    This writer has authored books, articles, speeches, presentations, and blogs for many years.  Arguably, he can claim some experience as a writer.  Subject Matter Expert?

    In one instance, the ‘witch’ word won over my intent.  Did the technology cause this error?  Probably, as the goddess of Halloween is not something I typically pontificate about—not on my radar, so to speak.

    Humans can rule for the foreseeable future.  That is unless we seed to the technology.  Most importantly, algorithmic errors can lead to cataclysmic business and even life events.

    Finally, I spellchecked this blog before publication, and it caught the ‘witch’ word this time.  Go figure.

    How Prepared is Your Organization to Oversee the Digitalization Transformation?

    For More Information

    Please note, RRI does not endorse or advocate the links to other materials.  They are provided for education and entertainment only.

    You can contact the author more information as well.

    End Notes

      https://en.wikipedia.org/wiki/Spell_checker

      https://therrinstitute.com/wp-content/uploads/2018/10/Man-Machine-Codependency-September-22-2014.pdf

      https://therrinstitute.com/wp-content/uploads/2018/10/Big-Data-Revisited-December-15-2016.pdf

      https://consult2050.com/job-disruption-due-to-digitalization/

  • Culture Matters A Lot!  Cultural Interactions Matter MORE!!

    Culture Matters A Lot! Cultural Interactions Matter MORE!!

    “Failures of culture have been the single biggest destroyers of value in the last five years,” states the former senior vice president of HR of Google in a recent article.  This revelation by one of the contemporary tech giants supports the previous dictum, “Culture eats strategy for breakfast.”  Depending on one’s perspective, this latter quote can be attributed to literature dating back to the mid-1980s.

    Regardless, the central role of culture in an organization has long been recognized.  One wonders, if this is true, why has so little changed in 30+ years?

    This writer is personally aware of three major cultural debacles by large publicly traded firms where shareholder value was destroyed through inter cultural challenges.  In one case, the ‘then’ acquiring firm was subsequently acquired itself in part because of a seemingly dysfunctional culture.

    The Inc. article goes on to describe three demonstrable risks management must attend to in their mitigation strategies:

    • The internal is now external—Organizational ecosystem employees/contractors/customers now have unfettered access to outside the ‘door.’ Constituent parties can use social media posts to comment about the good, bad, and ugly of an organization.
    • The data on culture shows clear economic impact—Case studies on culture are no longer ‘fuzzy’ and the impact of culture on the bottom line can now be documented.
    • People technology has advanced enough to help—Data and analytics enable organizations to develop a better understanding other their ‘workforce’ market constituency and develop strategies addressing their concerns and needs.

    The article concludes that culture is no longer a buzzword and organizations can leverage it to drive organizational alignment and behavior towards shareholder value.  Culture is now a measurable KPI.

    Care to benchmark yours?

     

    Cross Culture

    If one accepts the above premise, competitive value is created by the organization’s culture.  This is not a new statement and has been addressed by this author in various forums for years.

    Fundamentally, there are two types of cultural interactions:

    • Collaborative—Two or more organizations seek to work together to realize joint value. For example, the organizational ecosystem, i.e., suppliers and long-term customers.
    • Adversarial—Two or more organizations seek to realize value at the expense of others. Examples include competitors, government regulatory interactions, i.e., IRS or legal actions.

    Even an internal team is a composite of several legacy (organizational) cultures not to mention diverse ethnicity and societal circumstances.  It is this heterogeneous environment that the bottom line is ultimately impacted.

    This author began investigating cross-cultural engagement value (or lack thereof) in the era of Culture eats strategy for breakfast.  In any cross-cultural situation, the Relationship is the ultimate value developed, sustained or even lost.

    The R B C model describes a set of interpersonal Behaviors based upon a set of Conditions.  Behaviors are observable and describable (beware of observer bias) and Conditions can be equally known.  The Relationship(s) between parties are latent (not directly observed) and must be inferred.

    This inference is often the source of poor decision-making—the reason so many deals go ‘south.’  If the internal culture is now better defined, manageable and a bottom-line item, focus must be turned to intercultural engagements.

    Even as your organizational culture is more knowable.  Its relationship with other identifiable cultures is not.  If that were true, there might be fewer issues among parties.  One might even surmise; the divorce rate might be lower.

    At all levels, culture is an evolving construct.  Cigarette smoking is no longer publicly acceptable for many while marijuana consumption is.  Fashions come and go as well.

    Certainly ‘pop culture’ evolves rapidly.  Perhaps slower, but so do societal and ultimately business cultures.

    In this pundit’s opinion, successful inter-cultural engagements are the key to long term value—shared or otherwise.  The more the organization knows Who and What it is, the better it will be able to develop a ‘relationship’ with counterparts who know Who and What they are.

    Culture is the Food of Choice.  How is Your Organization Watching its Weight?

    For More Information

    Please note, RRI does not endorse or advocate this video and does not have a relationship with its producer and distributors.  It is provided for fun and entertainment only.

    You can contact the author more information as well.

    End Notes

      https://www.inc.com/michael-schneider/googles-former-head-of-hr-issues-a-warning-that-all-business-owners-leadership-teams-should-read.html

      https://quoteinvestigator.com/2017/05/23/culture-eats/

     http://www.stat.cmu.edu/~brian/905-2009/all-papers/Bollen-annurev.psych.53.100901.pdf

  • Chain of Custody: Is Your Management System Ready?

    Chain of Custody: Is Your Management System Ready?

    This eliminates the possibility for human error.”  This is an actual quote taken from one of the many blockchain ‘credible’ websites readily available—citation withheld to protect the guilty.    And, the Titanic was unsinkable!

    From another credible sources, “Is blockchain secure for my business?  Simply put, it can be.  But, not by just turning the key.  Security will depend on a variety of factors, none sic (not) the least of which requires a robust risk management framework?”

    In their white paper, KPMG argues that while the current blockchain frenzy is focused on the new technology, the question of its applicability to a business solution remains elusive.  Falling in love with a ‘shiny new software object’ has been seen before.  Most recently, digitalization and IoT.

    The organization’s economic buyer requires more depth in the decision-making process.  Has a valid Business Use Case been developed for its implementation?  This can be a time-consuming activity as the various constituencies must be queried to assess their assessment of the Economic Value of this CAPEX.  Unfortunately, there are no shortcuts to this risk mitigation process.

    This blogger has focused on the need for Governance and appropriate Management Systems for many years.  Historically it has been a challenge for business and government entities to keep up with the explosion of technology.

    While third parties are often the weakest link in supply chain management and this is one of the problems that Chain of Custody solutions address, technology alone is not a solution.  As with any transformational initiative, the broader impact, unintended consequences as well as other tangible and intangible exposures must be understood and managed accordingly.

    Just for the record, human error can never be eliminated.  It is human folly to believe that a technology can free us from our human nature.  High Reliability Organizations (HRO) recognize this frailty and respond accordingly.

    The promised of today’s technology suites can be of high value.  History teaches us that this value may not be realized if the problem being addressed, their implementation and sustained (maturity) processes are inadequately formulated.

    How Will Your Organization Assure It Will Realize the Value from Blockchain Investments?

     

    https://advisory.kpmg.us/articles/2017/securing-the-chain.html

    Shemwell, Scott M. (2018, October). How to make the case to the C-Suite: Selling Large Scale Data Management Projects to the C Suite. Foundations: The Journal of the Professional Petroleum Data Management Association. Volume 5 Issue 2. pp. 6-8.

    https://sceweb.uhcl.edu/helm/RationalUnifiedProcess/process/modguide/md_bucm.htm

    https://therrinstitute.com/economic-value-proposition-matrix/

    https://therrinstitute.com/are-organizational-governance-models-broken-why-cant-management-get-a-handle-on-things/

  • Man—Machine: Extension or Versus?

    Man—Machine: Extension or Versus?

    Are the emerging machines our friend or foe?  The debut of new technologies such as Artificial Intelligence (AI), Internet of Things IoT) and a host of others seem to be drowning us as we drink from a technological fire hose.  Additionally, driverless vehicles, the Gig Economy et al. are conspiring to eliminate truck drivers and full-time jobs.

    Politicians lament this progress and promise, guaranteed basic income and re-training designed transform energy extraction employees into 50 something coders.  Recent college grads are told their (high debt) degrees are worthless and others advised not to seek higher education.  What in the world are we to do?

    Well one learned, well known observer has a plan.  Fortunately, a cinematographer has captured it in the following clip.  A little over a minute long.

    https://www.youtube.com/watch?v=W97RmQCnwa4

    Well, maybe Chicken Little is not the best source for guidance.  But again, it does look like aliens played a role.  Perhaps, these new machines are really alien inspired!

    In our real world, the ‘only constant is change’ and barring a meteorite hitting one on the head, if not embraced change needs to be tolerated.  Since this writer graduated from college in 1970 prepared to enter the nuclear power industry (we all know how well that sector fared), several new (then unknown) industries now employ millions across the globe.  Including, me!

    To be sure other sectors have shrunk and even disappeared.  Most employed by those sectors had to adapt to a new business climate.  Many thrived—some did not!

    There is no doubt that individuals need to remain flexible and ‘skill relevant’ in a fast-paced market.  This was true 100 years ago and likely will be so in another 100 years.

    It Can Be Done

    3M Corporation, formerly known as the Minnesota Mining and Manufacturing Company was founded in 1902.  Initially, it provided heavy industrial products such as sandpaper.  A need for innovation was identified early in its history due to quality issues.  The firm has evolved to one with a global footprint that sells a wide variety of industrial and consumer products.

    The company has codified its Innovation Culture—”Employing the Thirty Percent Rule, 30% of each division’s revenues must come from products introduced in the last four years.  This is tracked rigorously, and employee bonuses are based on successful achievement of this goal.”

    This Agility evolved from the founding of a heavy industrial firm that started innovating early.  This and other success stories suggest than NO firm and NO employee/supplier need fear even dramatic change.  Adapt YES, give up NO.

    Are the emerging machines our friend or foe?  I guess the answer is, “It depends.”  Just like it has been since humans invented fire and found a stick to clobber something/someone with.

    President Theodore Roosevelt is credited with saying, “Keep your eyes on the stars, and your feet on the ground.”  Likely, the sky will not fall.  More likely we may be hit by Isaac Newton’s (inspirational) apple.

    Is Your Innovative Sky Falling or Is What’s Hitting You Really a Golden Apple?

    For More Information

    This subject is touched upon by this blogger herein and in other venues.  Readers are invited to review these materials with particular attention to Job Disruption Due To Digitalization: Myths And Legends—June 1, 2019.

    In the research for this blog, several versions of the Chicken Little animation were found.  In your spare time, you may find several of them very amusing.

    Please note, RRI does not endorse or advocate these films and does not have a relationship with their producers and distributors.  Provided for fun and entertainment only.

    You can contact the author more information as well.

    End Notes

      https://en.wikipedia.org/wiki/3M

      https://hbr.org/2013/08/the-innovation-mindset-in-acti-3

      https://www.brainyquote.com/quotes/theodore_roosevelt_136001

  • Zero: What If Switching Costs are Near?

    Zero: What If Switching Costs are Near?

    Customer Acquisition and Retention (CAR) are two of the most important activities of the Marketing and Sales strategies and should be KPIs for “C” suite occupants as well.  One of the classic case studies of the battle over CAR is the so-called Cola Wars initiated between Coca Cola and Pepsi Cola in the 1970s.   These two established giants of that sector fought for market Dominance in a manner that is instructive for today’s audience.

    Readers are cautioned that this Modern Marvels (The History Channel) video is almost 45 minutes in length, although with almost a million views on YouTube alone it appears that many (including this blogger) have found the information of value.

    https://www.youtube.com/watch?v=jOKnXZK0apE

    One can surmise that the reason, this match was dubbed, the Cola Wars—it was a brutal confrontation between the number one and number two economic actors in that space.  Coca Cola was heavily damaged (sometimes self-inflicted wounds) yet later recovered.  This was in part due to a loyal (emotional) following of its customers once it got over the fiasco; New Coke.

    The subsequence competitive landscape was forever changed, possibly more because of the entrants of new products by both firms.  However, the past can be prologue.

    According to one recent source;

    • “The top 10% of your patrons probably spend three times more than your average customer.
    • Acquiring a new customer can cost five times more than retaining an existing customer.
    • 33% of American customers say they consider switching companies immediately following a single instance of poor service.
    • 55% of consumers believe companies have a more important role than governments in creating a better future.
    • 77% of businesses that exceeded their revenue goals in 2018 have documented personalization strategies.
    • 95% of loyalty program members want to engage with the programs via virtual reality, wearable devices, and other cutting-edge technology.
    • Customers who are emotionally connected have a four times greater lifetime value.”

    This pundit has long argued (often on this and other blogs) that despite significant changes in Social Media and our abilities to connect worldwide, ‘human nature’ has not changed (much if any).

    For example, after the Pepsi Challenge and use of popular celebrities of the time, Coke customers did in fact ‘switch.’  However, when Coke rectified its market transgressions many switched back.

    It follows, that against the contemporary list above:

    • Coca Cola customers were committed and emotionally connected to the firm’s product, albeit not the firm itself
    • Pepsi’s acquisition strategy was expensive and, in the end, not very effective
    • Many Coke drinkers did switch when confronted especially after the New Coke strategy
    • Each cola was personal to the individual consumer

    The challenges of the distant Cola Wars may not seem relevant today.  Yet, Apple’s Steve Job’s opportunity to the then Pepsi CEO John Scully, “Do you want to sell sugar water for the rest of your life, or do you want to come with me and change the world?” may have been more apropos that subsequent events between the two men depicted.

    The Cola Wars case study holds timeless lessons.  All businesses seek to increase their customer base and stave off competitors.  This is life in the free (and not so free) enterprise sectors.

    The cautionary tale to both established and those seeking new markets is to think smart about the customer acquisition and retention processes and not cavalierly and simplistically.  This is true whether seeking to protect and installed base or switch it.

    Do You Know if Your Customer Acquisition and Retention Strategy is Actually Working?

    For More Information

    To calculate your own Risk Adjusted Customer Acquisition Cost, checkout our free model.

    You can contact the author more information as well.

    End Notes

      https://www.bartleby.com/essay/Cola-Wars-Summary-F3ZJHEKVC

      https://www.smallbizgenius.net/by-the-numbers/brand-loyalty-statistics/

     

  • Aging Success: Never Give Up!

    Aging Success: Never Give Up!

    We live in a youth culture.  As young Baby Boomers, we were going to change the world.  Later other Gens would say the same.  Is it now too late for those over 50 to attain entrepreneurial success?

    A serial (often failed) entrepreneur, (Kentucky) Colonel Harland Sanders sold his first franchised secret receipt for “Kentucky Fired Chicken” at age 62 (1952).  After a mixed career, Winston Churchill was first elected the Prime Minister of Great Britain at age 66.  The list of older individual success stories goes on, but readers will get the point.

    According to TEDxMidAtlantic, “Backed by mathematical analysis, network theorist Albert-László Barabási explores the hidden mechanisms that drive success — no matter your field — and uncovers an intriguing connection between your age and your chance of making it big.”

    His thoughts are well worth watching.

    He makes several good points:

    • Variations of human performance is relatively small, i.e., difference between world class athletes and ‘normal’ athletes
    • Your level of success is a function of what others think (measurable) , i.e., the market
    • Success can come at any time in your career
    • Entrepreneurs over 50 are more than twice as likely to have a successful ‘exit’ than those in their 30’s
    • There is a positive correlation between productivity and success

    When viewed objectively, these observations make good sense.  For example, musicians that shoot to the top in their teens and twenties are often less productive after they have ‘made it.’  Typically, we hear less and less of them.  Don’t tell that to the Rolling Stones.

    A cliche of this author’s youth, “Hang in their baby” was typically depicted as a kitten hanging from a tree branch.  Cute then, apropos for today’s Baby Boomer entrepreneurs!

    Whether you’re a scientist, entrepreneur or simply want a better career and life, take heart.  Success comes at any age for those who persevere.  While your Condition (age), Behavior (interaction with others of all ages) may be changing in this phase of life, it will only generate new and possibly much better Relationships in the work place as well as your personal life.

    Mr. Churchill demands we “Never, Never, Never Give Up.”  So, don’t!  The best is yet to come.

    Still Have an Idea That Will Change The World?

    For More Information

    The TED Talks link has several additional video talks on the subject and Professor Albert-László Barabási has published the book: The Formula: The Universal Laws of Success.  Disclaimer: as of this writing this blogger has not yet read the book.

    You can contact the author more information as well.

    End Notes

      https://en.wikipedia.org/wiki/Colonel_Sanders

      https://www.google.com/search?q=when+was+winston+churchill+elected+prime+minister&ie=&oe=

      https://en.wikipedia.org/wiki/Hang_in_there,_Baby

  • Your Career at the Speed of Light: Or Faster?

    Your Career at the Speed of Light: Or Faster?

    As a physics student in the 1960s, I and others became fascinate by the hypothetical particle that travels faster than the speed of light; the Tachyon.  Then and to date, this particle/theory has not been found/proven.  Conventional wisdom remains that traveling faster than the speed of light is not possible.  Sorry Star Trek.

    Moving on, this became only an interesting idea with little thought on my part.  Other career/life issues seemed more pressing.  That is until recently.

    I found it fascinating to learn that the diameter of the universe may be over 93 billion light years.  Quite a feat for a physical entity thought to be only 13.8 billion years old.  This dichotomy is explained by a period called Inflation whereby the its expansion appears to exceed the speed of light boundary.

    NASA/WMAP Science Team - Original version: NASA; modified by Cherkash
    Source:  NASA/WMAP Science Team – Original version: NASA; modified by Cherkash

    If the space time continuum can be impacted, can we actually (hypothetical for now) reach warp speed and bend our perception of the physical universe?  Interesting idea but why does that matter to me?

    Outside the Box

    There is a great deal of conventional career wisdom, including some from this pundit.  If our physical container has undergone a transformation outside of the current body of physics knowledge box, why can’t we?  After all, we are inhabitants of our universe.

    For some, their career begins early and can take off quickly, i.e., teen bloggers, child movie stars, etc.  For others, career inflation occurs later or even late in life.

    I recently commented on a LinkedIn post with this ancient Chinese proverb, “People who say it cannot be done should not interrupt those who are doing it.”  Could it be that an inflationary drive is part of the human DNA tracing its roots back to the Big Bang?  Thought-provoking!

    While a bit ‘tongue-in-cheek,’ the points raised herein suggest that we too can accelerate our lives and careers in a positive manner regardless of conventional models.  So why wouldn’t you?

    What are You Doing to Energize and Inflate Your Career?

    For More Information

    You can contact the author more information as well.

    End Notes

      https://cosmosmagazine.com/physics/can-faster-than-light-tachyons-explain-dark-matter-dark-energy-and-the-big-bang

      https://futurism.com/how-can-the-diameter-of-the-universe-the-age

      https://quoteinvestigator.com/2015/01/26/doing/

  • Houston . . .

    Houston . . .

    “The Eagle has landed,” and fifty years ago mankind had accomplished the heretofore seemingly impossible.  Two men on the moon became a game changer and not in just the way most believe.

    Yes, technology advancement owes much to these early space pioneers traceable to the 1950s; realistically a long process going back much further.  Aerospace led innovation has ‘bled’ into all aspects of our 21st Century life.

    The challenge going forward—what is the next ‘small step that will lead to one giant leap.’  Return to the moon or even humans on Mars is not the next step for humankind in this writer’s opinion.  It seems that technology can readily enable those milestones; it is just a matter of spending and will power.

    Blue Marble

    As the astronauts on the moon looked back at earth, they saw our ‘blue marble;’ tiny in the cosmos.  The place we all call home is just a spec of dust in the overall physical universe—whose bounds (if they exist) have not yet been discovered.

    Explorers have always pushed the limits of the known.  Whether sailing towards the end of a ‘flat’ earth or sending robots out of the solar system (Voyagers I & II), learning about the unknown, albeit sometimes terrifying is integral to the human condition.

    In 1969, the information age was in its infancy.  One can make the case that the modern computing era began with the hypothetical Turing Machine in 1936.  However, computational power was centralized and only available to the very few.

    As a college senior majoring in physics (1969-70), I was one of a handful who had access to a time-sharing system sixty some miles away in Atlanta, GA.  Programmed using the then ‘new’ BASIC (Beginner’s All-purpose Symbolic Instruction Code)—this was state of the art.

    Communications time was expensive, so we wrote our programs and transferred them to yellow tapes used to program the distant computer.  Only then did the iterative ‘debugging’ process begin.

    The 1960s and early 1970s saw the rise of the minicomputer and other independent devices that would become the so-called IBM Personal Computer popularized in the 1980s.  The current computing device technology of choice is over 12 years old—iPhone and its competitors.

    Some argue that this platform is aging, yet has the next stage been identified yet?  The current rage, Big Data, AI, etc. are but applications and database schemas.  Game changing compute power is not yet mainstream.

    Enterprise Digitalization is also a craze.  Transforming mere mortal organizations into future juggernauts that promise to change businesses if not humankind.  As with the Space Race of the last century, technology fallout and new ways of living will most like result in the year 2069 looking a lot different than the present.

    Neil Armstrong made an interesting comment when he said, “One small step . . . “  The late comedian Eddie Cantor is credited with saying, “It takes 20 years to make an overnight success.”  That is one heck of a lot of small steps!!

    “A journey of a thousand miles begins with a single step”

    – Lao-Tzu.

    The computing sector is no longer in its infancy.  It could be that the next fifty years will become the century of something else.

    In any event, we did not get to the moon overnight and we most likely will not arrive at our next major milestone by leaping either.  Focus on your daily steps and who knows where your life long journey will take you.  Go ahead and step off the last rung of your ladder.

    How Will Your Next Small Step Become a Game Changer?

    For More Information

    You can contact the author more information as well.

    End Notes

      https://en.wikipedia.org/wiki/Database_schema

      https://www.businessinsider.com/infographic-how-computing-power-has-changed-over-time-2017-11

      https://www.brainyquote.com/quotes/eddie_cantor_309843

      https://www.libertyforrest.com/blog/2015/9/13/a-journey-of-a-thousand-miles

      https://www.techopedia.com/definition/13429/turing-machine

      https://en.wikipedia.org/wiki/BASIC

  • Oil: In the DNA of the Silicon Valley

    Oil: In the DNA of the Silicon Valley

    When discussing the likelihood of DNA in crude oil, one source comments, “So the DNA they are talking about is like the DNA, where they’re looking at the live bacteria in the crude oil, which would be descendants of the bacteria that was around when the oil first began its degradation from organic material.”

    Time passes and the Baby Boomers that led the youth movement in the last half of the 20th Century may now be carrying the label of dinosaurs.  Likewise, the oil and gas sector is viewed as a mature sector, aka dinosaur.  And we all know that oil comes from dinosaurs (not a correct statement).

     

    [advanced_iframe securitykey=”ab3c8c693bafe5b2e240e6d4c1357a8337af1276″ use_shortcode_attributes_only=”true” src=”https://www.youtube.com/embed/vAA7wVYr704?t=15″ width=”100%” height=”600″ id=”advanced_iframe” ]

     

    However, few know the technology lineage of the sector.  Fewer still know about its long-time leadership in the advancement of information technology.

    As a Schlumberger Senior Field Engineer (circa 1977) in Houma, LA, I worked on the first electric logging truck equipped with a computer—the Cyber Service Unit (CSU) for wellsite instrumentation.  Effectively, this was a mobile real time data acquisition and analysis system.  This was a short two years after the company joined ARPAnet, the predecessor of the Internet.

    Likewise, the other major energy services company Halliburton has advanced dramatically over its 100-year history.  Furthermore, in the field of data processing, the sector was an early adopter of super computers.

    In the early 1980’s this pundit often made sales calls selling industrial technology.  With almost no base business in Austin, Texas, I saw little chance to make my quota from that city.

    In 1987, Schlumberger Ltd. opened it Austin Technology Center.  While not the first technology company with operations in that region, from this author’s perspective this commitment was a game changer for that region—so called ‘Silicon Hills.”

    The sector has long funded technology development.  As noted, a prodigious consumer of advanced technologies, the sector also invests in innovation.  One example, the seemingly never-ending thirst for Saudi (oil) money by the Silicon Valley investment community.

    Next time you hear that the era of fossil fuels is over, think again about the contribution the sector has made and continues to make to the so-called future technologies.  Could be that the technological basis of green energy is built on this 100-million-year-old organic molecule.

    Is Oil in Your Organization’s DNA?

    For More Information

    Contact the author more information.

    End Notes

      https://www.slb.com/who-we-are/our-history/1970s

      https://www.houstonchronicle.com/business/texas-inc/article/Hallburton-Turns-100-going-from-wagons-and-mules-13622229.php

      https://www.gao.gov/assets/220/214775.pdf

      https://www.nytimes.com/2018/10/12/opinion/silicon-valley-saudi-arabia.html

      https://biology.stackexchange.com/questions/31831/does-crude-oil-or-kerogen-contain-ancient-dna

  • Brand Your Digital Oilfield Culture: Internalize Its Transformation

    Brand Your Digital Oilfield Culture: Internalize Its Transformation

    Our recent article, “The Digital Oilfield Culture: Transformation Value for the Organizational Ecosystem” (pp.24-26) takes a somewhat different change management approach.  Why not brand your digital oilfield culture?

    Most consumers are familiar with the so-called ‘Brand Name.’  These are names so ubiquitous that in some cases that we take them for granted.  Soft drinks, beer, fast food and automobiles are only a small sample of ‘product/service’ brands most can immediately relate to; even subconsciously.

    Hearing a brand name elicits a response, usually positive but possible negative as well.  This is the way organizations seek to have their product become part of the lexicon.  Examples include Xeroxing and Googling among others.

    Digital Oilfield Culture

    “Systemic Digital Oilfield Culture can be defined as the Core Set of Values and Behavioral Economics of ALL participants of the extended organization and its Enterprise Risk Management strategy that reflect a Strong Bond Governance commitment to behaving as a High Reliability Enterprise Ecosystem in a Safe and Environmentally responsible manner.”

    Ok, while accurate, this author’s definition of a Systemic Digital Oilfield Culture may be stiff and boring to some.  What does it mean to me and why do I care?

    As noted in past blogs and written pieces, a successful cultural transformation must address the. “What’s in it for ME” question.  Moreover, the answer must make sense to me if I am to internalize it.

    Taken from consumer marketing a, “Brand Essence is the emotional heart of a brand, summed up in a few words.  The Brand Essence Wheel is a format for capturing and communicating the conceptual subtleties of the brand.” (Chung and Doran, 2016).

    Successful brand strategies can create fierce lifelong loyalties, i.e., the cola wars of the 1970’s attempts to capture the emerging Baby Boomer demographic.  So why not take advantage of this marketing strategy when transforming the culture of an organization?  Create these fierce loyalties for your organization’s success!

    Brand Wheel Construct

    In accordance with the theory, the Digital Oilfield Culture Brand Wheel (First Draft) is composed of two major categories:

    Facts & Symbols or those components of the Brand that address the “hard” and often more measurable aspects.

      • What the Culture does do for ME
      • How I would Describe the Culture

    Brand Personality addresses the more emotional side of the Brand

      • How the Brand make ME look
      • How the Brand makes ME feel

    The wheel is then populated with those criteria of interest to the organization (generally developed through a series of workshops at all levels of the firm and its ecosystem).  One example is depicted in the following (Version 1.0) graphic.

    Final Thoughts

    There is a significant body of knowledge about the highs and lows of organizational transformation/change management.  The preponderance of the evidence suggests the transformation of a digitalized organization is difficult and often fleeting.

    The B2C sector has demonstrated repeated and sustained success creating perceived value to the individual (ME).  In B2B sectors, Rah Rah, executive sponsorship, training, etc. all have their place with change.  Yet, this is approach has proved wanting.

    Most importantly, strong Brands are sustained when the Rah-Rah fades.  Just Do It is the tag line of one major brand.  Betting most readers know what firm that is.

    Is Digital Oilfield Cultural Branding in Your Organization’s Future?

    For More Information

    The complete article is available from Petroleum Africa magazine and a ‘for fee’ copy can be downloaded.  In addition to a more detailed discussion of the branding process, it contains a high-level Implementation Plan.

    You can also contact the author as well.

    End Notes

      Shemwell, Scott M. (2019, May/June). The Digital Oilfield Culture: Transformational Value for the Organizational Ecosystem. Petroleum Africa Magazine. Issue 3. pp. 24-26.

    Petroleum Africa magazine has graciously allowed the re-publication of this edition.  See our full article.

      Ibid.

      https://en.wikipedia.org/wiki/Cola_wars

  • Systemic Reasoning Errors: Stink’en Think’en

    Systemic Reasoning Errors: Stink’en Think’en

    The April 13-14, 2019 edition of the Wall Street Journal featured an opinion piece by Holman W. Jenkins, Jr., Russiagate and the Media’s News Denial.  The author makes the point, “Judgement is teachable.  Long ago, in relation to the Enron debacle, I pointed to the work of Harvard’s Max Bazerman and Northwestern’s David Messick, who theorized how systematic reasoning errors can lead to unethical business judgments.”  He goes on to discuss how the journalism sector may be suffering from this problem, vis-à-vis the Trump Administration.

    Cognitive bias errors impact the way people process and interpret information.  Our attempt to simplify can lead to nonobjective, illogical and poor decision making.  So, do these poor judgement issues concern me?

    The emerging digitalization model to attain and sustain Operational Excellence by definition is systemically complex.  A highly integrated ecosystem coupled with tens of thousands of data sensors and quasi-independent processing systems support field operations.  Moreover, risk mitigation models in such an environment are themselves complex.

    Human decision-making processes in this new environment will necessarily change from the traditional management of automated systems and data analysis.  Extensive training must be part of the transformational process.

    Additionally, Governance models may need revision as well.  What is the role of the Board and ‘C’ Suite (CIO vs. COO?) with the digitalization of the organization?

    Clarification.  The term ‘stinking thinking’ refers to tactics either unintentionally or insidiously used to create expectation biases.  The title uses a colloquial term Stink’en Think’en as a function of lousy thought processes; nothing more.

    The challenges we face are much more than technology driven.  As always, human Behaviors are at the core and Conditions in the near future may be dramatically different from the present.

    New Relationships will emerge as well.  We have previously discussed the R B C model.  It is good guidance for this transformation.

    How Does Your Organization Mitigate Systemic Reasoning Errors by Its Decision Makers?

    For More Information

    How Cognitive Biases Influence How You Think and Act is a very good article on this subject.  Interested readers may want to check it out.

    You can contact the author more information as well.

    End Notes

      https://www.psychologytoday.com/us/blog/the-media-psychology-effect/201311/stinking-thinking-and-expectation-bias

      https://www.amazon.com/gp/product/B00U0JKMT0/ref=dbs_a_def_rwt_bibl_vppi_i1

  • Elevator: Going Up or Going Down?

    Elevator: Going Up or Going Down?

    True Story!  A couple of decades ago when I was the sales manager of a technology line of business that was part of a much larger organization, an excited young sales representative rushed into my office.  He just had to tell me that he just rode up the elevator and an older gentleman wearing a suit who had asked him about his business.

    He explained in the short time it took to get to our floor he had essentially ‘cored dumped’ everything he knew to this stranger.  When asked if he got his name, the answer was no.  Turns out the individual was the CEO of our division.

    While this was a discussion in an elevator, it was far from an elevator pitch.  Talking fast to get as much as you can in a short period is usually not an effective sales pitch.

    Plus, as always qualify who you are talking to and why they have a need to know.  Could have been a competitor!

    Unfortunately, we see this all the time.  Individuals try to jam in as much as they can in funding Pitch Competitions and political pundits in the media feel the same pressure to talk fast and then talk all over each other.

    However, and perhaps the worst of all selling transgressions.  We had attained a long-coveted meeting with a senior decision maker at a process plant.  We completed the pitch for our solution.  The customer team asked a couple of good questions which we apparently answered satisfactory.

    Then the senior director said words to the effect, “I can see how this can help my problem. . .” but did get a chance to complete his statement before one of our technical people ‘talked over him’ to explain blah blah blah.

    The classic, don’t wait for the customer to complete his/her question before answering it.  This usually means that it will be answered incorrectly.

    The subject changed, and the meeting ended shortly afterwards.  We never did discover how our solution could have helped in the mind of that individual.

    In our zest to close deals, we often are our own worst enemy.  When presented with an opportunity to state your case to a buyer, state it succinctly and quickly.  Then shut up and let the individual respond!

    Elevator Pitch

    According to Wikipedia, “An elevator pitch, elevator speech, or elevator statement is a short summary used to quickly and simply define a person, profession, product, service, organization or event and its value proposition.

    The name “elevator pitch” reflects the idea that it should be possible to deliver the summary in the time span of an elevator ride, or approximately thirty seconds to two minutes.  The term itself comes from a scenario of an accidental meeting with someone important in the elevator.  If the conversation inside the elevator in those few seconds is interesting and value adding, the conversation will continue after the elevator ride or end in exchange of business card or a scheduled meeting.”

    Mark Twain famously quipped, “I didn’t have time to write a short letter, so I wrote a long one instead.”  It takes time and thought to succinctly and quickly state something that is very important to its writer.

    The tendency is to say as much and as fast as we can.  Surely, everyone will want to know what I know and in detail.  This is such an important subject!

    However, if a deal is on the line what is the Return on Investment (ROI) of the time it takes to develop and refine an elevator pitch?  Like any business deal, if it will be profitable then do it.  If not, then why do we have the product/service!

    The ‘I didn’t have time’ comment is insulting to those who you explain it to in this regard.  The sales representative’s livelihood and firm’ profitability depend on you the rep’s team’s time.

    How Do I Develop an Elevator Pitch?

    To develop an effective elevator pitch, one must understand the product/service they are selling and have a ‘compelling value proposition’ already developed.  Write down every major item you want to get across and then continue to refine it until it meets the criteria above.

    What are the three most important points a customer would care about?

    Pitch it internally and then to outsiders such as mentors.  Update it as you receive additional input, both positive and critical.  Then Practice, Practice, Practice.

    It must come across effectively, not stilted nor leave the listener with the feeling they have been the subject of a ‘core dump.’  Let them respond, answer questions and ask them, “What’s the Next Step” sort of closing question.

    One caveat, since you do not know who you are talking to be careful about providing any proprietary information.  So, unless you have publicly available market or financial figures leave them out.  They can come later at follow up meetings.

    However, in the appropriate setting such as a Pitch Competition non-proprietary market and financial information will most likely be required in the elevator pitch.  Use your good judgement.

    For most of us the so called ‘blank sheet of paper’ can be intimidating.  It helps to have precedents.

    An Example

    The following is an actual elevator pitched developed a few years ago—targeting 20-30 seconds in a public setting.  It has been redacted as noted within it.

    _______ is an __________ “Enterprise Platform” that addresses _________-issues in sectors with complex ______ and ______ requiring many ____ parties and their _____.

    It seamlessly incorporates _____ and ______ enabling a _______, efficiency and effectiveness in operations—including an automatic and comprehensive ______ process.

    This cloud-based collaborative ____ solution provides ____ engineers, technicians and ______ personnel with the data and information necessary to perform their tasks in compliance with all __________________.

    There are also several examples available on line that address different requirements, i.e. sales, investor, etc. and industry sectors.  A good pitch will pay significant dividends and is well worth the time and energy necessary to develop.

    How Effective is Your Elevator Pitch?

      https://en.wikipedia.org/wiki/Elevator_pitch

  • The Old Order Changeth . . . Knowledge Delivery 21st Century Style

    The Old Order Changeth . . . Knowledge Delivery 21st Century Style

    My apologies to Alfred Lord Tennyson.  The long forecast “Big Crew Change” is well underway and may in fact already be (mostly) over.  Many “Baby Boomers” have left the building and the rest will follow shortly.

    For years, this pundit has heard the lament about how to capture their knowledge before they hit the golf courses and it is lost forever.  Many Knowledge Management initiatives have had this Critical Success Factor (CSF) as one of their metrics.

    To this end, several Mentoring, Training and other Venues are available, and this writer is involved with several.  Most are somewhat successful and impart value to those who follow.

    However, some of us impart knowledge by lecturing.  We often have the perception that we know what’s best and sometimes ‘core dump’ as well.

    There may be some justification to this approach as students do need leadership and may not know exactly what to ask.  In my youth, this writer benefited greatly by On the Job training.  This is especially true in technical areas. However, there is another way!

    Instead of Information Push, how about Knowledge Pull?

    This pundit was recently approach by an organization founded by college students, Interviewing Inspiration regarding an interview.  Their mission: “Interviewing Inspiration connects students to business leaders.  We are helping students get in the passenger seat of business leaders across multiple industries.”

    The interview focused on my process of transition from college (and in my case the military) to the workforce.  What were my concerns, fears, challenges, etc. at the beginning of my career?

    The intent is to transfer those life lessons of the past to those currently or in the near future making the same transition.  Granted several decades separate my entry from those today, but one thing does not change—human nature.

    The delivery of this interview is through a Podcast and my interview is available either online https://interviewinginspiration.podbean.com/e/lessons-from-dr-scott-shemwell/ or through the iTunes store https://interviewinginspiration.podbean.com/e/lessons-from-dr-scott-shemwell/

    Other executives have been interviewed and interested readers will find more information on the Interviewing Inspiration website.

    Value Proposition

    It seems to me there are at least two take-aways from these interviews.  First, these are questions that concern this new generation and they are thirsting for knowledge as they make this transition.  It makes sense to turn to those who have gone before.  Hopefully, not to repeat many of our mistakes!

    Additionally, for employers and other interested parties (schools et al) this is insight into the emerging workforce thinking and behavior.  Unfiltered discussion that is not available through traditional surveying/interviewing techniques.

    Information from this bridge across the cultural divide between generations is captured and available to all on a Knowledge Delivery Platform that young people are comfortable with.  A great way to impart insight!

    How Does Your Organization Transfer Knowledge?

    For more information or to volunteer to be interviewed by Interviewing Inspiration Contact Us and we will facilitate the introduction.

    Full Disclosure:  Interviewing Inspiration and its principals, advisors et al and this author and/or The Rapid Response Institute LLC and its principals do not have a business/financial/investment relationship that goes beyond the recorded interview referenced herein.

      https://interviewinginspiration.podbean.com/

  • Fleeting Success: In Pursuit of Sustainability

    Fleeting Success: In Pursuit of Sustainability

    Winston Churchill is credited with saying, “Success is not final, failure is not fatal: it is the courage to continue that counts.”  The late Prime Minister nailed it; once again!

    Our journey through life, including our career is a marathon not a sprint.  While we celebrate success, often at happy hour or a party, we recognize it is only a moment.

    Early in this writer’s career, a multi-million-dollar deal closed after more than a year of effort.  A celebration ensued.  The next day the sales manager, “Asked what was next?”

    Attain and Sustain

    Organizational initiatives seem to procreate.  In some ways like the Tribbles of the original Star Trek series.  Cute furry things, the Tribbles multiple at such a rate as to almost consume the Enterprise.  Only the transporter beam saves the crew.

    Like the rah-rah of New Year’s Resolutions, the question is not will I go to the gym in January, but will I still set foot on the treadmill in June or even March.  The road to you know where is paved with good intentions.  It is the sustained energy of the execution that assures more successes than failures—and that failures are teachable moments.

    Culture is one of the current buzzwords, yet Cultural Transformation is the key to sustainability.  Courage requires the organization to pick itself up, so to speak and continue the journey to a sustained high level of Operational Excellence.

    Easy to Say

    According to Forbes, in 2018 “enterprises are expected to invest $1.3 trillion (USD) in digital transformation initiatives to apply digital capabilities to improve efficiencies, increase customer value and create new monetization opportunities.”  The article goes on to posit, that almost $900 billion of that spend will be wasted as goals are not attained.

    Why are these projects always seemed doomed to fail?  A quick Google search identifies a large body of knowledge over the years documenting these types of failure.  So, the beat goes on.

    Hard to Do

    There is also a body of work documenting the “should do’s” of organizational transformation.  In fact, this author has contributed several articles and books on this subject.  Most notably, Implementing a Culture of Safety: A Roadmap for Performance Based Compliance.

    A Missing Piece

    There is a lot of talk about Operational Excellence, Digitalization, High Reliability Organizations, Human Factors, Safety Culture et al.  As with the Forbes data, many are suffering the same fate.  No wonder senior management is skeptical of new spend for more ‘Tribble-itiatives.’

    For example, when a critical infrastructure sector discusses the transformation to a Safety Culture, the term is often expressed as singular, i.e., there is one industry safety culture.  However, all firms have their own ecosystems consisting of multiple and sometimes disparate entities.

    They have developed a culture that is a source of pride, competitive advantage, etc.  Their culture differentiates each organization from their peer group.

    The following figure presents the actual nature of a firm’s Safety Culture.  The reality is that a large organization’s “culture” is a combination of multiple cultural dimensions.  It is this ‘nature of culture’ that must be better understood if a transition process is to be successful and sustained.

    Readers should note that the multi-dimension structure is continuously changing as business, technology, and regulatory environments impact on the Relationships, Behaviors, and Conditions of the situation.  This dynamic requires continual managerial energy and training to sustain the change desired.

    Cross Cultural Engagement

    It would seem to be a daunting if not impossible task to effectively and efficiently train a large work force including relevant third-party suppliers on an ongoing basis.  Of course, the cost would be prohibited as well.

    Not so fast, e-learning serious games are now available to support the training requirements necessary to “sustain” the transformation.  Moreover, specific scenarios can quickly be developed to meet specific organizational requirements.

    The games are developed using Game Theory and Human Behavioral theories.  They simulate a real-world environment and have been shown to give great results over decades.  With Cloud technology, these training tools are now inexpensive and readily available to all.

    Why have your Organization’s Business Transformation Initiatives Failed?

    Check out our Cross Cultural Serious Game


      https://en.wikipedia.org/wiki/The_Trouble_with_Tribbles

      https://www.forbes.com/sites/forbestechcouncil/2018/03/13/why-digital-transformations-fail-closing-the-900-billion-hole-in-enterprise-strategy/#1f5923507b8b

      https://www.xlibris.com/Bookstore/BookDetail.aspx?BookId=SKU-0143303003

      Shemwell, Scott M. (2015, November 28). Comments and Thoughts Regarding the IAEA Technical Meeting on Developing Improvement Programmes for Safety Culture November 2-4, 2015. Vienna, Austria.

  • Three Years—Ten Months: How did they do it?

    Three Years—Ten Months: How did they do it?

    The United States officially entered World War II on December 8, 1941.  The war in the Pacific formally ended on September 2, 1945.

    A recent documentary on one of the history channels chronicled the path the United States took from a nation with an underdeveloped military to global dominance over this period.  What struck this author was the technological distance covered.  Not just marshaling the military and civilian workforce, but how heavy industry, including maritime (ships), aircraft, and weapons advanced so quickly.

    Some might say that this period was unique in human history with a strong focus on the survival of the nation.  No doubt this line of thinking persisted at the time, but perhaps something else was driving this behavior.

    Crisis Management is appropriate when nations, industrial sectors, organizations and even individuals are in times of stress.  By some accounts, the managerial prowess of this period stems from the knowledge of industrial manufacturing and logistical processes. 

    While the ‘War Agencies of the Executive Branch of the Federal Government’ played important roles in this wartime effort, it was not this alone that caused a juggernaut to appear.  The size of the United States, “prewar technological industrial base” and “large population” were also contributing factors.

    Large scale hostilities brings a spotlight that is not normally held during peace time.  The fight or flight instincts of all humans help bring focus in times of trial.  However, organization and management are important for societal success for either option.

    Attaining and sustaining Critical Mass in those Critical Success Factors (CSFs) were key to enabling the rapid ascent to industrial might.  Has anything changed?

    Parallels to Today

    A recent article, The Oils Shock That Never Was, reflected on the advancements the upstream oil and gas sector made during the recent downturn.  The piece makes the case that while most prognosticators predicted so-called doom and gloom often associated with downturns, the opposite seems to have happened, particularly in the shale space.

    In a previous blog, we put forth the rationale that Operational Excellence is the key to strong financial performance.  The Oil Shock article documents the transformation of the overall industry Cost Structure.  Operators are also focusing on sectors where profits are possible at current commodity price points.

    Moreover, firms are capitalizing on existing infrastructures that are supported by new technologies.  This sounds familiar to the behaviors of economic actors almost eighty years ago!

    However, challenges remain for service sector providers.  Could these firms utilize World War II business models employed by shipbuilders in the 1940s?

    Does Your Organization have Critical Mass for its CSFs?

    For more information:


      https://www.files.ethz.ch/isn/23588/mcnair50.pdf

      https://www.rigzone.com/news/the_oil_shock_that_never_was-30-jan-2019-158034-article/?utm_campaign=WEEKLY_2019_02_01&utm_source=GLOBAL_ENG&utm_medium=EM_NW_F1

      https://therrinstitute.com/beat-the-market-can-operational-excellence-increase-eps/

  • Resolution: Celebrating a New Operational Start–One More Time

    Resolution: Celebrating a New Operational Start–One More Time

    It is hard to believe we are now 19 years into the century.  Seems like only yesterday we were worried whether the lights would stay on at Y2K.

    Each year many of us promise to do better at a list of things, some personal and some professional.  Some days or weeks later, some or all of our resolutions go unmet.

    For many heavy industry sector firms, January 1st is also the start of a new fiscal year.  New budgets will be released, and management will extol their workforce to meet new (possibly stretch) targets.

    If the equity markets are a barometer of things to come (leading indicator), then the Conditions organizations will find themselves in will most likely be volatile and some segments may even face significant challenges.

    For example, WTI crude oil closed on January 4th at US$ 47.96/bbl.  Some are bullish on this sector, with an expectation higher prices in the future.  History has shown this faith may not bear out.

    Regardless, organizational Behavior will need the flexibility to adjust in a process relevant time frame as conditions change.  The resulting Relationship with the firm’s ecosystem is a function of the behavior in the conditions or market circumstance.

    In other words, the R B C Framework is applicable in our everyday corporate life.  Why is this important?

    One way to view the global marketplace is one of continual change.  Often purveyors of Change Management/Organizational Transformation present this as a point in time.  Statements about continuous improvement are seemingly afterthoughts.

    We have developed an Operational Excellence Platform, as depicted in the following figure.  Please note that it is built upon the R B C Framework.

    Since the nature of Relationships across the organizational ecosystem will continuously evolve based on the marketplace, it follows that maintaining Operational Excellence depends on these tree factors.  Safe and profitable operations on strong, positive relationships.

    How well does your organization understand the R B C Framework for its ecosystem?

    Further Reading

    The author and others have published extensively on this subject.  The list of appropriate articles and papers is too extensive to list here.  However, readers are invited to peruse Dr. Shemwell’s extensive list of blogs and publications.

    See our Economic Value Proposition Matrix® (EVPM) for additional information and a free version to build your own EVPM.

    For further information Contact Us.

  • Mission Accomplished: Santa Completes Another Worldwide Transit—Incident Free!

    Mission Accomplished: Santa Completes Another Worldwide Transit—Incident Free!

    Every December 24th, this jolly ole elf embarks on one more global initiative.  We know this to be true because each year since 1955, the North American Aerospace Defense Command (NORAD and its predecessor the Continental Air Defense Command (CONAD) Operations Center in Colorado Springs, Colorado have tracked his operation–www.noradsanta.org.

    We are happy to report that as of this writing, Santa has returned to the North Pole with all his reindeer healthy having delivered almost 7.3 billion gifts.  Another 364 days of operational planning has paid off handsomely.

    So how does this bearded (non-millennial) man in a red suite and his supporting elf ecosystem routinely accomplish this logistical nightmare?  Could it be that Santa is the CEO of a High Reliability Organization (HRO)?

    Through this blog and others including our book Implementing a Culture of Safety: A Roadmap for Performance Based Compliance, the author has extensively written on the High Reliability Management (HRM).  Interested readers are invited to search these and other works on the subject.

    Briefly, an HRO focuses on operations from the top down, expects failure and puts in place resilient processes and procedures designed to recover quickly.  Moreover, Human Factors play a major role in Santa’s HRO operation.

    For example, human elves must care for the reindeer full time, not just the night of the flight.  The sled must meet certain regulatory and safety compliance requirements.  Packages must be wrapped, and hand delivered efficiently without damage.  Finally, route planning and coordination with various airspace control entities is critical to assure an incident free transit.

    Concluding Thoughts

    This ‘tongue and cheek’ mythical case study does serve a point.  Large, global, complex initiatives involving a number of constituent parties including customers require HRM.  Much is said about Operational Excellence (OE) these days and we make the case herein that without HRM, OE is also an unattainable myth.

    We are told on good authority that after a short rest, the Santa OE Ecosystem will start planning for the December 24, 2019 transit.  Children believe in Santa Claus and marvel at all he can accomplish in one night.  Perhaps those of us who are older can also learn new lessons from this jolly ole elf.

    How Do You Assure your Global Initiatives Remain Incident Free?

  • Millennials Take On Our Increasingly Complex World

    Millennials Take On Our Increasingly Complex World

    Originally published in 2013.

    On January 1st at 0348 hours a young engineer employed by a service company is trying to address a problem she has encountered with a compressor on a drilling rig in the Deepwater Gulf of Mexico.  She graduated from college three years ago and went to work for a large energy services company.  However, several months ago she changed jobs and is now on her first offshore hitch as team leader with her new company, a similar size global energy services company.

    She is a competent engineer but is uncertain what the company policy is regarding a piece of rotating equipment that while seemingly malfunctioning does not appear to jeopardize safety, the environment or production at the present time.  But she worries that the situation could get worse.

    A quick call to the “graveyard” shift at the company onshore Operations Center is not reassuring.  Staffed by those who are too junior to be on vacation during the holiday season, the engineer she talked with had only been with company three years and actually had less field experience than she did.  His supervisor was not encouraging either.  Should he call and wake experts at this early hour?

    Adding to the problem, the compressor’s data plate was mostly unreadable.  And of course, a famous Texas blue northern was blowing through.  High winds, rain and cold temperatures further impaired proper equipment identification, much less working conditions.

    Both the field engineer and the operations engineer are aware that their company signed a Bridging Document with their customer as part of the new Safety and Environmental Management System (SEMS) regulatory requirements and both had attended the appropriate training for this project.  Both are knowledgeable that the Stop Work Authority (SWA) gives them the right and even the obligation to dramatically intervene with operations if they feel it necessary.

    As a new mom, the field engineer is concerned that she might develop a reputation in the company as a “flaky” female if her next decision turned out to be a mistake.  The engineer at the operations center was receiving real time data feeds from the rotating equipment but he could not “feel” the vibrations like the on-site individual could and the equipment was still within tolerances.

    Horns of a Dilemma

    The engineers in our story are competent, qualified individuals doing a great job.  Early in their careers, they are the vanguard of field operations.  Millennials by label, they are technologically savvy and among the best and the brightest in their fields.

    Things never go “bump in the night” during daylight hours in perfect weather, hence the colloquial term.  Moreover, the personal stress of a new mother concerned about her reputation and opportunities for promotion resulting from just another day at the “office” should not be underestimated by those desk bound or later and more secure in their careers.

    The real world of field operations can be very unforgiving even when the results turn out OK.  All of the individuals in our story have significant “skin in this game.”

    It is fine to “empower” people in the team building sessions.  It is an entirely different story in the middle of the proverbial stormy night when one’s career and reputation are on the line.  Field personnel must believe they company will stand behind their decisions, right or maybe less so.

    Enablement

    These best and brightest can only be as good as their supporting infrastructure.  These individuals not only face engineering issues, any actions they take must be in accordance with company policy, the Bridging Document and various regulatory compliance requirements as well.  This is a lot to put on the plate of an engineering team.

    However, since their childhood these individuals have been online.  Our field engineer mother looks in on her infant son at day care from her smart phone from a hundred miles offshore.  The operations center engineer routinely Skype’s with his girlfriend, a physician, who is in east Africa serving with Doctors Without Borders.

    These individuals are at the top of their technological game.  However, they lack the field engineering experience of their more seasoned colleagues.  This represents a demographic challenge for organizations in the middle of the Big Crew Change.  How do these young people come up to speed—quickly?

    Organizations not only depend on the individuals depicted in our story for their bottom line, shareholder value is at risk if they cannot prevent the next major mega-disaster.  And what if they can prevent a minor incident?

    Loss time, loss production, loss anything has economic consequences.  Most organizations run on margins that are thinner than they would like.  Oil companies are included in this group.  More importantly, energy service provider margins can be even lower.  This business model pushes our engineers to lower costs, reduce downtime and in some cases push the envelope.

    Millennial Transformation

    Out engineers appear to have the deck stacked against them.  Normal Accident Theory (NAT) with its roots in the Three Mile Island nuclear power plant incident suggests that tightly coupled technologies with invariant sequences and limited slack such as Deepwater drilling operations will have accidents in the normal course of events.  In other words there is a certain inevitability of a major incident on their watch.  Maybe not during this rotation but a certain possibility during their careers.

    However, these Millennials have a safety arsenal their parents did not—a new business model that capitalizes on their technology prowess.  The emerging field of High Reliability Theory (HRT) “emphasizes are a strategic prioritization of safety, careful attention to design and procedures, a limited degree of trial-and-error learning, redundancy, decentralized decision-making, continuous training often through simulation, and strong cultures that create a broad vigilance for and responsiveness to potential accidents.”

    Arm field engineers and graveyard operations watch colleagues with HRT driven policy and associated tools and then get out of their way.  A strategic or systemic safety model with a holistic perspective of the life cycle the process coupled with truly empowered key personnel trained with the latest learning tools in a strong Culture of Safety offer a new perspective for a new workforce.

    Aircraft pilots routinely retain and upgrade their skills in sophisticated flight simulators.  “What If” scenarios, whereby the team can learn by trial and error environment where the worst result is a computer animated “do-over.”  Other industry sectors train using this well documented successful approach.

    In a true Culture of Safety a mom would not worry about her job or career if she erred on the side of safe operations.  She would not be labeled nor would her co-worker in the Operations Center hesitate to wake up the experts New Year’s Eve.

    Finally, if the maintenance history and all updated equipment manuals were available on a Smart Tablet with training videos and animation support, trepidation by those new to the company/process would lessen.  Organizational policy, its Operations Management System and bridging documentation built into the workflow will enable better decision making in the High Reliability Organization of the near future.

    A decade ago the digital oilfield was labeled the Digital Oilfield of the Future.  Integrated Operations is a common model today.  The Millennial’s World-of-the-Future will mirror the concepts of an HRO.

    Will she be working for you or your competitor?

    End Notes

    http://www.doctorswithoutborders.org/

    Weick, Karl E., Sutcliffe, Kathleen M. and Obstfeld, David. (2008). Organizing for High Reliability: Processes of Collective Mindfulness. In Arjen Boin (Ed.), Crisis Management Volume III. (pp. 31-66). Los Angeles: Sage.

    Ibid.

  • Command and Control: Is this the Way to Run the modern Railroad?

    Command and Control: Is this the Way to Run the modern Railroad?

    The managerial model, Command and Control (C&C) dates back to the dawn of humanity when tribal chieftains dictated the behavior of the group.  It survives to this day in many forms.  Typically, one thinks of military operations as the current manifestation of C&C in the western world.

    According to Wikipedia, by one definition found in The US Department of Defense (DOD) Dictionary of Military and Associated Terms, “command and control functions are performed through an arrangement of personnel, equipment, communications, facilities, and procedures employed by a commander in planning, directing, coordinating, and controlling forces and operations in the accomplishment of the mission.”  This definition has evolved from a more simplistic version found in the Cambridge Dictionary, ”situation in which managers tell employees everything that they should do, rather than allowing them to decide some things for themselves.”

    One suspects that most laypeople believe the latter definition to be to be the typical approach to C&C in their organizations.  In today’s complex (often global) organizational ecosystem, that version is outdated.

    The International Command and Control Institute, publication (circa 2005) , Understanding Command and Control develops this management construct in great detail.  As the following figure suggests, even a simple C&C structure such as a heating/AC system is driven by a set of KPIs.

    This is indicative of the digitalization of the system versus the analog controls many of us can recall from our youth.  Adding another layer, today’s ‘Smart’ thermostat operates within a well-defined governance schema such as the Internet of Things.

    Strong Bond Governance

    We first made the case for “Strong Bond Governance” in our September 17, 2013 Governing Energy blog, Strong vs. Weak?  In Critical Infrastructure sectors such as energy, medicine, etc. as defined by the US Department of Homeland Security we make the case for the construct of High Reliability Management (HRM).

    The Strong Bond Governance (SBG) paradigm enables HRM.  SBG demands Board of Directors and C Suite engagement in operations.

    Not directly but by putting in place a governance structure.  This has not always been the case with a number of catastrophic man-made disasters as the result.

    In some ways, C&C mimics HRM.  However, there are some significant differences.  HRM sets in place a structure designed to meet the test of adversities.

    • Preoccupation with Failure—a recognition that ‘failure is an option’ and the organization must respond quickly and effectively to mitigate exposure and recover. C&C does not directly address is concern.

     

    • Reluctance to Simplify—today’s organizational ecosystems are complex. Reducing operational decisions to the so-called Power Point three bullets, High, Likely, Low is completely unsatisfactory and potentially exposes the firm to business or technical process catastrophe.  Likewise, C&C models do not directly address this approach.

     

    • Operational Sensitivity—the field is where organizational action is, and senior management must have a focus on this critical component of the business. C&C also has a focus on operations, especially in the military sector.

     

    • Resiliency—things will go ‘bump in the night.’ Organizations must but in place the processes and expertise to rapidly respond to goblins that will be encountered.  C&C does not address this process.

     

    • Deference to Expertise—engage those who have the ‘know how’ to solve problems and that is mostly likely not the management team. This is substantially difference than the C&C model

    HRM allows management to look at computer dashboard and get a snapshot of most if not all aspects of the organization.  However, this does not mean that these individuals can manage from afar.  Those closed to and more knowledge about this issue must take the lead.

    Concluding Thoughts

    Watching the news, History Channel and/or various movies, one can see that even the military no longer uses simplistic C&C.  Small semi-autonomous teams take on the bad guys.  To be sure there is a Mission, Rules of Engagement and other governance controls in place.

    This provides local commanders the latitude needed to accomplish the mission at a minimum of human (good guy/non-combatants) and other collateral damages.  Additionally, military aircraft employ ‘High Reliability Management’ techniques where the expertise of the entire crew is used rather than the Captain dictating operational performance.

    Asiana Flight 214 crashed attempting a landing at San Francisco in July 2013.  One causal component was deemed to be the C&C culture of the Korean pilots.  Cockpit Management might have saved this aircraft and the lives lost.

    Likewise, those organizations and their ecosystems in critical infrastructure sectors that use HRM enjoy safer and more productive track records than those that do not—better bottom line.  The October 2014 Ebola scare is an example where the public health sector employed HRM and limited the impact of a highly contagious deathly pathogen.

    There is a tendency when the stakes are high for management to take the ‘reigns.’  In other words, engage in micromanagement.  The usual results are often sub-optimal.  The ‘gut instinct’ towards simplistic C&C is a strong urge and this addiction must be put into remission.

    A well-established Strong Bond Governance, High Reliability Organization can weather any storm the markets or nature can throw at it.  However, this organization transformation must precede the advent of major challenges!

    Traditional C&C is not an OE Imperative